An IBM Presentation. The Changing Landscape of Online Recruitment: Conventional Methods Yield Conventional Results

Transcription

1 The Changing Landscape of Online Recruitment: Conventional Methods Yield Conventional Results An IBM Presentation Jeff Weidner :Global Executive Sourcing Science RPO Enhance Online Recruitment Conference Thursday Jan 29 th 3:30 pm to 4:00 Main Auditorium 1

2 IBM Smarter Kenexa Workforce Recruitment Process Outsourcing (RPO) Services RPO since Years among HRO Today s top providers 60+ RPO clients worldwide 27 years Experience in Recruiting 75,000+ Annual Hires 10 Global RPO Centers of Excellence 40% RPO client engagements include multiregion delivery 60% RPO client engagements are multi-country solutions Hiring in: 80 Countries 100M+ Candidates in databases 36M+ Candidates assessed annually 8M+ Surveys annually 100+ Occupational Psychologists and Researchers Service in 30+ Languages Our Recruiting, Behavioral Science and Technology Foundation Helps Companies Hire the Very Best People 2

3 Financial Services Manufacturing & Engineering Retail/Services Technology Life Sciences & Healthcare Oil & Gas 3

4 Jeff Weidner: Global Sourcing Science Executive IBM Corporation: Recruitment Process Outsourcing 20 years in Staffing Industry Specialties Include: Passive Candidate Sourcing and Screening Building Talent Communities, Social Recruiting, Social Networking, Recruitment Marketing, Video, Mobile, Competitive Target Company Mapping and Analysis 4

5 Sourcing Science WAYNE USA AMSTERDAM NETHERLANDS KRAKOW POLAND FRISCO USA RALEIGH USA DUBAI UAE VIZAG INDIA MANILA PHILIPPINES Q BUENOS AIRES ARGENTINA 5

6 Sourcing Science IBM Smarter Workforce Sourcing Science assists the IBM Kenexa Client Teams, Sales and Implementation Team with developing and deploying alternative sourcing and recruitment strategies beyond the normal post, search and pray job board methodologies. - Sourcing Executives Team Working dedicated with a group of clients on their Sourcing Strategies and Tactical Plans - Market Intelligence Team Creating Talent Supply and Compensation Reports, providing clients and client teams valuable insight in demographics, market trends, candidate behaviour, competitor analysis - Client Launch Team Assisting the Implementation Team and supporting the new Client Teams during start-up phase - Digital Recruiting Team Supporting established Client Teams and assisting Sales 6

7 POLL QUESTION What would it take for you to increase recruiter performance by 300%? A. Have the recruiters call more candidates every day. B. Increase candidate flow so more candidates are applying thru the career web site. C. Stream line the recruitment process so recruiters have time to speak to more candidates. D. Ensure that the candidate the recruiters are speaking to are more qualified. E. Lower the requisition load. 7

8 Not quite yet but maybe one day.

9 The Promise The promise was that Social Media and the Internet were supposed to make it easier to find potential candidates. Sourcing is no longer an issue with the vast majority of positions 9

10 If Sourcing is so much easier than how come there still a lot of Companies out there that can t seem to find the right talent? I ll give you a hint. IT S NOT ABOUT SOURCING. 10

11 Why is it that finding candidates is so easy, yet, getting them hired is a HUGE challenge for so many Companies we meet? Maybe even your Company? 11

12 That s a Tough One to Answer, Right?

13 So if it s not Sourcing what is it? ENGAGEMENT

14 GOOD NEWS Smarter Workforce This is an easy problem to fix. 14

15 Secret Strategies Fill nearly any position within your organization with the top candidates in the industry. Generate high quality candidates at will. Candidates that your Hiring Managers actually want to hire. Candidates that are eager to come work for your organization. Candidates that are a perfect match for your Corporate Culture. 15

16 We built this system around a Talent Community Talent on Demand This system built on several of our most successful formulas for driving and engaging candidate traffic. Best of all it that can be adapted to fit your specific hiring needs, the changing talent marketplace and once the components are in place you can copy the formula over and over and over producing results that are easily duplicated. Once you have the basic formula the system can be scaled up or down depending on your hiring needs without having a crushing blow to your bottom line. 16

17 Formula Doesn t change anything you have in your existing processes It lets you start small if you need to test the system and then scale it once you know it s working. The system is not dependent on any one database, software, CRM or Platform and many times can be implemented with the systems you already have in place. 17

18 Building Talent Communities What are they? A collection of prospective candidates that are able to be communicated with on a regular basis through the use of a variety of tools including , video, mobile, gamification, SMS Text messaging etc. Often times this community is self segmented by interest in a specific industry, job family, career interests and location. Can provide for 1 way, 2 way or 3 way communication. Company to Candidate Recruiter to Candidate Candidate to Community 18

19 Why they are important? Reduce your overall dependency upon external social networking and job boards Recruiters spend more time speaking to high quality candidate rather than looking for them Build Employer Brand around Content and Culture rather than Job Descriptions. 19

20 POST Job Boards Social Media SEARCH Job Boards Social Media PRAY You find them or They find you APPLY Candidate goes to website SCREEN Recruiter Screens Sends to HM HIRE Make offer Onboard candidate 20

21 POST Job Boards Social Media SEARCH Job Boards Social Media PRAY You find them or They find you APPLY POST Job Boards Social Media SEARCH Job Boards Social Media PRAY You find them or They find you POST Job Boards Social Media SEARCH Job Boards Social Media PRAY You find them or They find you SCREEN Recruiter Screens Sends to HM HIRE Make offer Onboard candidate 21

22 So what s wrong with Post Search and Pray? Every time you are thirsty you need to dig a new well. Heavily reliant upon Job boards and social media (External channels) Candidate interest in your company Candidate perceived availability Recruiters need to constantly screen for skillsets over and over and over Recruiters need to constantly search for new prospects to put into the pipeline 22

23 VIDEO TALENT COMMUNITY POST Job Boards Social Media SEARCH Job Boards Social Media APPLY SOCIAL RECYCLE SCREEN Recruiter Screens Sends to HM HIRE Make offer Onboard candidate 23

24 POLL QUESTION What would it take for you to increase recruiter performance by 300%? A. Have the recruiters call more candidates every day. B. Increase candidate flow so more candidates are applying thru the career web site. C. Stream line the recruitment process so recruiters have time to speak to more candidates. D. Ensure that the candidate the recruiters are speaking to are more qualified. E. Lower the requisition load. 24

25 POLL QUESTION Joe Recruiter leaves 100 voic messages. How many call backs from interested candidates does he get from every 100 voic s he leaves? 25 About 5 to 10 call backs. About 10 to 20 call backs. About 20 to 30 call backs. About 30 to 40 call backs. About 40 to 50 call backs More than 50 call back for every 100 voic s

26 SURVEY IBM Smarter Workforce RESULTS 100 Recruiters responded to the question: If you were to leave 100 voic messages how many call backs would you get? Voic Stats 19.6% Call Backs 26

27 Smarter Workforce Survey What percentage of those call backs made it to a next step in the hiring process? 27

28 Video Voic Candidate Connections As the visitor engages with the features of the career portal their experience becomes more personalized. Visitors have the opportunity to create a user profile as they join the talent community which allows the recruiting teams to better source and target the proper talent. Example is not customized Personalized video based campaign targeting passive leads that have joined a talent community to learn more about a new career opportunities. All leads are led through an automated scheduling process allowing for a more consistent and efficient candidate experience. Step 1: Send with link to landing page to prospect Step 2: Prospect watches video voic Step 3: Schedules time with Recruiter 28

29 Examples: Video Voic Spanish

30 Actual Results from Video Voic (40,560 candidate responses) Voic Video Voic NET Increase/Decrease 19.6 % Response Rate 62% Response Rate 300% Increase 50 % Next Step 32% Next Step For every 1000 candidates 196 Candidates Respond For every 1000 candidates 620 Candidates Respond Instead of 1 position. Scaled to 100 positions for every 1000 candidates 99 Went to Next Step 198 Went to Next Step 30

31 POST Job Boards Social Media SEARCH Job Boards Social Media PRAY You find them or They find you APPLY Candidate goes to website SCREEN Recruiter Screens Sends to HM HIRE Make offer Onboard candidate 31

32 Option 1 POST Job Boards Social Media SEARCH Job Boards Social Media PHONE Option 3 SEARCH & CRM Job Boards Social Media Video Voic APPLY VIDEO Voic VIDEO Video Job Description (Career Webinar) Option 2 SEARCH & CRM Job Boards Social Media VIDEO PHONE 32

33 SEARCH & CRM Job Boards Social Media Open Req POST Job Boards Social Media Register JOIN VIDEO Yes APPLY Send to HM Yes HIRE Make offer Onboard candidate No No 33

34 Example: Career Webinar 34

35 Branded Registration Pages Learn about Exciting Careers at 35

36 Engagement Career Webinars Career Webinar Highly engaging, interactive sessions designed to build relationships with a large volumes of targeted, wellqualified candidates simultaneously High candidate & hiring manager engagement Discuss the opportunity and the why s Acts as a screening tool for unqualified candidates Acts as a candidate preparation tool prior to onsite/face to face interview Thank you for joining the Career Webinar we will begin in 90 seconds Candidates go to Client 36

37 THE END 37

38 Resources and Alternative Options AvatureCRM.com full blown Candidate Relationship Management tool Alternatives: Existing, JobVite, TalentBrew, TalentFizz, HubSpot, Zoho.com InfusionSoft.com Alternatives for Autoresponders; Getresponse.com, Aweber.com, Salesforce.com, Mailchimp.com, Alternatives for Registration Landing Page Creator: GetResponse.com, Leadpages.Net, unbounce.com Available Downloads This Deck Recruitment Guide to 22 European Countries Checklist for creating high converting landing pages 38

39 Case study: Organizational Charts Outcome Challenge Sidra, based in the Middle East is tasked with identifying and hiring various levels of healthcare professional with relocation required to Qatar. Positions range from Nurse Manager through CNO/VP of the hospital organization. Sourcing Science worked with Sidra to identify the top targets in the US market for the specific positions at hand. Project time frame included 3 weeks to completion. Solution Sourcing Science presented a solution that included phone based name generation and organizational chart mapping targeting 6 very specific US based hospitals provided by the client. Across 6 top US hospital networks we successfully identified and confirmed 201 leads from Nurse Managers through CNO/VP level employees. All 6 Org. Charts were shared with the client, which were successfully approved. * Example chart represents Children's Hospital of Pittsburgh 39

40 Case study: Career Webinar IBM Smarter Workforce Challenge Solution PAREXEL was experiencing an extremely low interview to offer rate for hiring within the South American market. Resulting in multiple escalations for not meeting SLA s deliverables the client recruitment team was tasked with presenting better qualified candidates ready to accept an offer. Sourcing Science presented a multi-channel plan including both targeted and non-targeted sourcing, an integrated marketing campaign with relevant messaging to both segments of sourced leads as well as live career webinar events in an effort to educate the local market on the client and open career opportunities. Outcome Sourcing Science worked with PAREXEL to define a clear path of lead generation, resulting in high quality interviews and employment offers Targeted sourcing effort resulted in 378 identified leads, listed as qualified for this event. Follow-up PAREXEL strongly believes in the Career Webinar solution, resulting in several live events on different continents in Q4 2014, including webinars for Statistical Programmers in Taiwan and for CRA and CMA professionals in both Spain and Italy. Japan and China webinars will take place in Q event invitations were delivered with an open rate of 45% resulting in a 38.6% registration rate for the live career webinar. Post registration efforts resulted in many applications and a final attendance rate of 27.4% delivering 40 qualified attendees at the close of the event. 40

41 Example: Sourcing Executive Intiatives - Tactical Sourcing Plans IBM Smarter Workforce Sourcing Executive: Debra Yarnall Client team: Flowserve Smarter Workforce Example: Sourcing Executive Intiatives - Tactical Sourcing Plans Sourcing Executive: Client team: Debra Yarnall Flowserve 41